incentive based pay raises.
07-11-2015, 08:30 AM
#11
Gets Weekends Off
Joined APC: Dec 2014
Posts: 1,184
Originally Posted by BobZ
If you suggest vacation sell back....to address the jobs aspect while retaining the economic offset....offering a selective 'buy back' to the company may be acceptable to the group.
Anyone reading this ta should arrive at the conclusion staffing is the big issue.
Okay...first to keep in mind is staffing problems ARE NOT permanent condition...so the 'solutions' should not be installed in our pwa as permanent concessions.
Anything done in the pwa to offer relief in addressing the current staffing issues should be limited, and have sunset language attached.
You want to put vacation buy back on the table? Okay....allow the company to buy back vacation weeks in the categories where the staffing issues are critical. That way the job count should not be negatively impacted, as the buy back is only occurring in those categories where staffing is short....
and the presumption is the company would be hiring to fill those shortages.
We make a huge mistake when we install permanent changes to our pwa for temporary problems.
Anyone reading this ta should arrive at the conclusion staffing is the big issue.
Okay...first to keep in mind is staffing problems ARE NOT permanent condition...so the 'solutions' should not be installed in our pwa as permanent concessions.
Anything done in the pwa to offer relief in addressing the current staffing issues should be limited, and have sunset language attached.
You want to put vacation buy back on the table? Okay....allow the company to buy back vacation weeks in the categories where the staffing issues are critical. That way the job count should not be negatively impacted, as the buy back is only occurring in those categories where staffing is short....
and the presumption is the company would be hiring to fill those shortages.
We make a huge mistake when we install permanent changes to our pwa for temporary problems.
07-11-2015, 08:44 AM
#12
Gets Weekends Off
Joined APC: Jun 2015
Posts: 4,116
No sane person...examining the history of this pilot group in accommodating the needs of the company....in good times and bad.....would come to any other conclusion than we have been a willing participant in making delta succeed.
That is my own guess as to why this ta went down so decisively. Deep down....a lot of pilots felt it was in a sense, a betrayal of that loyalty.
And im not even talking about the pay rates.
dalpa is NOT an organization with a history of proactive and innovative behavior. The history of behavior is reactionary and constrained by history and convention...at best.
There are any number of creative solutions to the issues on the table, that any number of average line pilots could have developed....that would be acceptable to both management and the pilot group.
The company says..'we have a (temporary) critical staffing problem.....can you help us'.......who here doesn't want to make this airline succeed?
We ALL have a vested interest in that outcome.
That is my own guess as to why this ta went down so decisively. Deep down....a lot of pilots felt it was in a sense, a betrayal of that loyalty.
And im not even talking about the pay rates.
dalpa is NOT an organization with a history of proactive and innovative behavior. The history of behavior is reactionary and constrained by history and convention...at best.
There are any number of creative solutions to the issues on the table, that any number of average line pilots could have developed....that would be acceptable to both management and the pilot group.
The company says..'we have a (temporary) critical staffing problem.....can you help us'.......who here doesn't want to make this airline succeed?
We ALL have a vested interest in that outcome.
Last edited by BobZ; 07-11-2015 at 09:11 AM.
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